NHSGGC Equality Scheme - NHS Greater Glasgow and Clyde

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to help staff understand why it is important to promote equality and remove discrimination for transgender people. The policy will become operational early in 2010. Staff Focused Changes • Workforce Data NHS Greater Glasgow and Clyde made significant efforts to promote the completion of staff surveys to enhance knowledge of diversity in the workforce. Recent data shows an increase of 25% in reporting of ethnicity, a 12% increase in reporting of faith and a 35% increase in reporting of sexual orientation. Data captured suggests that staff either perceive barriers to reporting disability or the organisation is under-represented in terms of disabled people in its workforce. This will be further investigated to better understand measures required to improve performance in this area as stated in the Equality Scheme’s Action Plan. • Communicating with Staff The ‘Treating People Fairly’ guide has been developed and circulated to every member of the workforce and explains the expectations of staff with regard to upholding the law in the delivery of duties. The guide uses case studies from services to highlight how discrimination can manifest itself. Every member of staff received a ‘Discrimination Ends Here’ card, re-enforcing organisational commitment to promoting equality and removing discrimination. The card promotes the NHS Greater Glasgow and Clyde Equalities in Health website where staff can access information to assist them in the delivery of inequalities sensitive practice. NHS Greater Glasgow and Clyde’s Communication Team worked in partnership with the Corporate Inequalities Team to co-host the ‘Our Health Event’ in the Glasgow Royal Concert Hall. The day focused on providing accessible health services and attracted more than 180 members of staff from a diverse range of disciplines. The day was chaired by NHS Greater Glasgow and Clyde’s Chief Executive and featured workshops co-facilitated by people who have experienced communication barriers to accessing appropriate health care. NHS Greater Glasgow and Clyde has developed the Equalities in Health website www.equality.scot.nhs.uk. The fully accessible site has been designed to give staff additional support to tackling discrimination and promoting equality. The website holds a range of resources including background information about how inequalities and discrimination can happen. The website receives upwards of 12,000 ‘hits’ per month. • Learning and education for the workforce NHS Greater Glasgow and Clyde has invested in learning and education opportunities for staff. By September 2009, over 1600 employees had attended the organisation’s Diversity training course. The online diversity e-learning module has been completed by more than 1000 employees. 16
NHS Greater Glasgow and Clyde commissioned a pilot experiential learning programme designed to challenge personal conceptions about inequalities that affect service delivery. The pilot evaluation showed raised awareness and positive feedback from all attendees. Further development of this approach will be undertaken with a view to delivering an enhanced learning and education programme for prioritised staff groups. Inverclyde CHP have developed an Equalities Champions Programme, supported via bespoke training and capacity building at local level. This model will be evaluated to determine potential for roll out to other parts of NHS Greater Glasgow and Clyde. NHS Greater Glasgow and Clyde has produced a range of tools based on evidence captured from the nationally funded Inequalities Sensitive Practice Initiative that worked across the system. The initiative was based in Maternity Services, Addiction Services, Mental Health Services and worked with the integrated Parents and Children Together (PACT) teams. Tools include a Sensitive Inquiry DVD, Financial Inclusion Toolkit and a range of evaluation reports that include ‘How To’ guides. “When a deaf person cannot communicate their symptoms to their GP because there is no sign language interpreter available, this is a form of discrimination. It is entirely preventable and NHSGGC has a responsibility to seek out and remove discrimination from our services. Not only does the law make it clear that we should do this but because its what delivering quality health care should be all about.” Sue Laughlin - Head of Inequalities and Health Improvement 17
Page 1: NHS Greater Glasgow and Clyde Equal
Page 4 and 5: Chief Executive’s Foreword A Visi
Page 6 and 7: “NHSGGC is such a big healthcare
Page 8 and 9: 2 Purpose of the Equality Scheme Eq
Page 10 and 11: 3 Accountability for the NHS Greate
Page 12 and 13: 4 Context for the delivery of the E
Page 14 and 15: 5 Organisational Progress 2006 - 9
Page 18 and 19: 6 Review of the NHS Greater Glasgow
Page 20 and 21: »» The Equality Impact Assessment
Page 22 and 23: »» »» Target information for me
Page 24 and 25: of staff through clear and simple i
Page 26 and 27: organisation are seen as appropriat
Page 28 and 29: »» NHS Greater Glasgow and Clyde
Page 30 and 31: Performance outputs and outcomes An
Page 32 and 33: The Equality Scheme Action Plan The
Page 34 and 35: Goal 2: Engages with those experien
Page 36 and 37: Continued. Goal 4: Removes obstacle
Page 38 and 39: Goal 6: Uses its core budget and st
Page 40 and 41: Goal 8: Creates a workforce which h
Page 42 and 43: 10 Glossary of Terms This is a guid
Page 44 and 45: Glossary Equalities Equality Ethnic
Page 46 and 47: Appendix 1 What the law says The ke
Page 48: This publication has been produced

NHSGGC Equality Scheme - NHS Greater Glasgow and Clyde

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